Self-Improvment – great article from HBR
In time for your New Year’s Resolutions, this article is a great and practical read for
In time for your New Year’s Resolutions, this article is a great and practical read for
If, as research has shown, people are motivated by autonomy, then there is a class of words we ought to avoid, as they can crush autonomy. These may include “ought,” or “must,” but let’s focus on the one that seems to pass judgement:
“SHOULD”
Came across this — another take on that same topic: Kindness At The Office – Forbes.com.
I am super busy this week, and confess to taking the easy way out on a weekly blog. This is a quick read, with big pictures! 14 Management Dos And Donts To Motivate Employees. Tomorrow morning, I get to have … Read More
Sometime, when people are urged to take a positive approach to leadership, there is some push-back. Some people seem to equate “positivity” with being super-nice, but being kind is much deeper than a spewing of empty compliments like “good job” or “nice work” or “super!”
An approach that upholds high standards and is very specific about behavior is positive, but not soft. Be rigorous, not ruthless.
Much of what I write and teach about servant leadership comes, frankly, from a moral, “do good”, outlook. This may sound cheesy, but I’m a cheesy guy; servant leadership from all leaders and teachers and coaches and managers and parents, everywhere, would make the world a much better place for everyone. But there is a utilitarian way of looking at this also. Keeping people engaged insures a much greater likelihood that the goals of the organization will be attained.
“What don’t I know I don’t know?”
Putting the needs of others first, and acting in support of your organization are key elements of servant leadership. That’s basic. But there can be an arrogance there, too; you can assume that you know what is needed – because you’re the leader, and you ought to know. This is what Peter Block refers to as a paternalistic view of leadership — “taking care” of people who “don’t know better” as opposed to a true commitment to learning what is needed.
What would it be like if the managers modeled the behavior that ought to be expected?
Ever seen a train? Ever seen the cars pass the engine? Never. If you’re a leader, and you do things at level 10, your followers will likely do them at an “8”. If you have a rough day, and your effort is a “7”, expect your followers to be at a “5”.
To paraphrase Kouzes and Posner:
Leaders model the way by setting the example for others in ways that are consistent with their values. This promotes consistent progress and building of commitment.
Alan’s recommended books – Leadership Is an Art. Thanks for the reminder, Dane.
Recently, I ate breakfast at the Starbucks on 86th in Johnston (Iowa) on my way to a leadership workshop with the Waukee High School Warrior Wrestling program. As I drank my coffee and prepared the workshop, I would occasionally look … Read More